Community pharmacies are the backbone of local healthcare, providing essential services to neighbourhoods across the UK.
However, pharmacy recruitment is no mean feat, and branches are facing a significant challenge: attracting and retaining full-time pharmacists.
A stable workforce is crucial for ensuring consistent customer care and maintaining business growth, and in this article, we’ll offer invaluable insights into how pharmacists can support existing employees and attract skilled team members to strengthen the team.
But before exploring the solutions, it’s important to delve deeper and understand why these issues arise in the first place.
It’s become increasingly challenging for community pharmacists to recruit and retain staff, with multiple factors contributing to this issue.
Understanding the root causes of why pharmacy recruitment is so problematic is essential to developing strategies to ensure your community pharmacy can provide healthcare services.
The shortage of pharmacists is a pressing issue in the community pharmacy sector.
A survey by the Royal Pharmaceutical Society revealed that an overwhelming 97% of pharmacy leaders have struggled to fill pharmacist vacancies, highlighting the widespread nature of this problem.
This issue is compounded by the increased demand for pharmacists driven by the expanding role of pharmacies in healthcare delivery.
As highlighted by the Pharmaceutical Services Negotiating Committee (PSNC), pharmacies are taking on more responsibilities, such as providing clinical services and vaccinations, making it even harder to recruit staff.
Pharmacies are still feeling the effects of COVID-19, with widespread reports of burnout and an unsustainable workload due to the surge in demand for pharmacy services during the pandemic.
The General Pharmaceutical Council (GPhC) noted a substantial increase in the demand for pharmacy services, placing additional strain on already stretched staff.
Similarly, the National Pharmacy Association (NPA) has highlighted that the stress and long hours associated with the pandemic have led to higher turnover rates, as pharmacists seek a better work-life balance or leave the profession entirely.
Another significant factor contributing to the recruitment and retention difficulties is the competition from other sectors.
Pharmacists are increasingly attracted to roles in primary care networks and GP surgeries, which often provide better pay and improved working conditions.
This trend has made it more challenging for community pharmacies to retain their staff, while a report by Health
Education England points out that opportunities for career progression in hospital settings and the pharmaceutical industry are drawing pharmacists away from community roles.
Financial constraints within the community pharmacy sector also play a crucial role in recruitment and retention challenges.
Across five years, community pharmacists have suffered a cumulative loss of £790m in funding, limiting the scope to offer staff competitive salaries and benefits.
The financial difficulties faced by pharmacies have been reiterated by the NPA, which has further highlighted the obstacles prohibiting pharmacies from investing in measures to support recruitment and retention.
Geographical disparities further complicate the staffing crisis. Pharmacies in rural and underserved areas face even greater challenges in attracting pharmacists, as fewer professionals are willing to relocate to these regions.
This geographical disparity aggravates the staffing crisis, particularly in communities already facing healthcare access issues.
The challenges faced by pharmacists can’t be pinpointed to a solitary cause.
However, there are measures pharmacists can put in place to address these root causes to ensure the sustainability and effectiveness of their practice.
The success of any community pharmacy heavily relies on its ability to attract and retain full-time pharmacists.
Here are some key strategies to consider to introduce a well-rounded approach to recruitment and retention and promote a stable and productive workforce.
Research by Deloitte has revealed that 94% of executives and 88% of employees deem positive workplace culture as integral to success.
Pharmacies are like any other business and creating a positive work environment is paramount. Highlight the supportive nature of your pharmacy, the opportunities for professional development, and the emphasis on work-life balance.
A pharmacy where employees feel valued and supported is more likely to attract and retain top talent.
There’s a time and a place to be modest, but when you’re trying to attract new staff, testimonials from current employees are powerful in showcasing the benefits of working at your pharmacy.
Authentic stories from staff can provide powerful endorsements, helping to build a reputable and attractive employer brand.
It’s been revealed that 60% of applicants don’t complete a job application because they think the process is too convoluted.
In a market where applicants are at a premium, you must simplify the application process by implementing an online system that is easy to navigate.
A streamlined application process improves the candidate experience and ensures you capture the best talent for your business, as soon as possible.
It’s also important to respond to applications promptly. 44% of applicants hear within a couple of weeks, whilst 37% receive a response within one week. Candidates will become disengaged if you don’t communicate effectively, and you run the risk of losing them to competitors.
Putting processes in place to handle applications efficiently will reflect positively on your organisational capabilities.
Offering part-time positions and flexible work schedules can make your pharmacy more appealing to a broader range of candidates. This flexibility can attract those returning to the workforce or seeking better work-life balance.
Introducing a pharmacy management system with efficient workflows can support such flexibility, and make your pharmacy more appealing.
Staff retention is 34% higher among employees with access to professional development opportunities.
Promote opportunities, including advanced certifications and training programs funded by the pharmacy.
Providing clear career progression paths and support for ongoing education positions your pharmacy as a career destination rather than just a job.
This ties into our next tip: map out clear potential career paths available to your team. Given the growing influence of technology in pharmacies, equipping your pharmacists with applicable skills can not only improve their career prospects but also improve the overall efficiency of your pharmacy.
Ensure your compensation packages are competitive within the industry by conducting regular market research.
Attractive benefits such as health insurance, retirement plans, and flexible work arrangements can make a significant difference in attracting and retaining top talent.
Pharmacy management solutions can help streamline administrative tasks and reduce operational costs, allowing you to allocate more resources towards competitive compensation and benefits.
Promote a healthy work-life balance by offering flexible scheduling options and implementing well-being programmes that support both physical and mental health.
Reducing the workload through automated solutions can improve your workflow efficiency, reducing the workflow and stress on your team and improving work-life balance and job satisfaction.
Introduce formal recognition programs to celebrate exceptional performance and milestones. Regular performance evaluations coupled with constructive feedback can motivate and retain your pharmacists.
Using Cegedim's Pharmacy Intelligence Hub, your pharmacy can track performance metrics and identify top performers, allowing for recognition and rewards.
86% of employees consider the lack of effective collaboration and communication as the main cause of workplace failures.
Maintain regular contact with your team through team meetings, suggestion boxes, and employee surveys.
Encouraging feedback and involving employees in decision-making processes can improve engagement and promote a sense of belonging.
Integrated communication tools can be used to streamline data sharing and improve internal cooperation.
Invest in technology to reduce administrative tasks and allow your pharmacists to focus more on connecting with customers.
Automating routine tasks such as inventory management and prescription processing can significantly reduce the burden on pharmacists.
Develop well-organised onboarding programmes that include tours of your branch, team lunches, and mentoring.
Effective onboarding and training resources help new employees integrate smoothly and become productive team members.
With these strategies, your community pharmacy can create a supportive and attractive environment for full-time pharmacists, ensuring you not only attract top talent but retain it for the long term.
Investing in the tools to secure a stable and experienced team will help you improve patient care and support your business growth.
When patients consistently interact with the same familiar faces, it builds trust and rapport, fostering a sense of comfort and confidence in the care they receive.
Moreover, experienced staff bring a wealth of knowledge and efficiency to their roles, reducing errors and improving overall service.
Effective communication within an experienced team also allows for swift and accurate responses to patient queries, contributing to a slicker operation and better customer satisfaction.
On the business front, a stable team reduces turnover costs associated with recruiting and training new employees.
Experienced staff can also handle higher workloads more effectively, allowing your pharmacy to serve more customers and eventually grow its services.